Aggression, whether actual or perceived, are now linked to schools, health care facilities and workplaces we once thought safe. As safety concerns increase, so too must the knowledge and skill of those who, up until now, were not tasked with making judgements about an individual’s capacity. This applies to managers, human resource professionals and those who must represent both victims and perpetrators.

One of the most difficult questions, regardless of the setting, is how to make a distinction between those situations where an individual must be accommodated or disciplined. As a labor representative or human resource professionals, we need to have a basic working knowledge of how anger and conflict can escalate into violence, regardless of the source. In this session, special attention will be paid to those difficult situations wherein the organization must decide on how best to respond. Simply put – is this a case for accommodation, progressive discipline, or termination?

Building on what you already know, you can expect to learn more about:

• The anatomy and evolution of violent acts
• The role of psychiatric and other medical conditions
• Prevention and response strategies
• The role of “perceived personal control” when considering a potential threat
• Important considerations when responding to aggressive behavior
• Considerations when deciding if accommodation or discipline is warranted

• Understanding short-term and long-term disability insurance, as well as other sources of income protection available to employees
• Duties and responsibilities of employers and employees from the initial disability leave to a return to work
• COVID-19 disability claims and accommodation
• Termination of employment and its impact on disability claims

• ADHD and its impacts
• Common functional differences
• ADHD is different for everyone
• How challenges can manifest at work
• Accommodation ideas

• Discuss how far employers must go when accommodating employees
• Examine the legal test for undue hardship, including practical examples
• Explore the practical differences between accommodating to the point of undue hardship and frustration of contract
• Assess the implications and next steps when reaching the points of undue hardship and frustration of contract, including possible wrongful dismissal actions and termination grievances

• The basis for a workplace investigation: workplace harassment, sexual harassment, workplace violence, discrimination based on a protected Code ground, a failure to accommodate, poisoned work environment, reprisal, retaliation and policy breaches.
• When to investigate? An employer’s statutory obligations to investigate discrimination and harassment allegations under the Occupational Health and Safety Act  (OHSA) and the Human Rights Code.
• Steps in the Investigation process and summarizing your findings.
• Next steps and options to restore a healthy, respectful, discrimination and harassment free workplace